Chamber and committees

The Scottish Executive Health Department has made progress across the Audit Scotland recommendations on workforce planning, workload, quality of care and information for managing staffing.On workforce planning: in the past year the National Workforce Unit and the National Workforce Committee have been established as part of the Scottish Executive's workforce development strategy. These bodies are now working with NHSScotland to develop new approaches to the way NHSScotland plans, develops and utilises its workforce at national, regional and local level.On workload: a project manager has been appointed to take forward a comprehensive mapping exercise to establish what methodologies are currently used to examine nursing workload and workforce planning in NHSScotland, to measure quality of care and what information management and technology systems are in use to collate and analyse data. Recommendations on effectively tackling nursing workload issues will be published in a report at the end of the six-month project.On quality of care: the Scottish Executive Health Department is currently exploring with NHSScotland and NHSQuality Improvement Scotland what action needs to be taken to undertake a systematic audit of nursing quality indicatorsOn information: the Strategic Systems Study on workforce information, commissioned by the Scottish Executive Health Department, has reported on a strategic model to provide a unified database of workforce information for NHS bodies in Scotland and work is now progressing on short, medium and longer term actions to take this forward.

General discussion on the recommendations of the Audit Scotland report was held with all trusts, and specific discussion with the two trusts who identified themselves in the questionnaire as not including an element for time out covering annual leave, study leave and sickness in their staffing establishment.The two trusts have confirmed that they have policies and procedures in place for ensuring a safe level of nursing and that they are able to meet patient need. In addition these two trusts are relooking at their services in relation to service redesign, reconfiguration of services and recognised areas requiring investment, for example medical services and older people services. This includes making decisions on staffing establishments with adjustments for time out elements. These will be subject to review depending on the outcome of the workload project currently under way and due to report in six months time.

Complying with the requirements of Working Time Regulations is the responsibility of NHSScotland employers. NHS HDL (2003) 3 helps employers to fully understand the implications of the Working Time Directive and to take the necessary action to ensure they meet with their legal responsibilities.

Compliance with the Working Time Regulations is the responsibility of NHSScotland employers. NHS HDL (2003) 3 helps employers to fully understand the implications of the Working Time Directive and to take the necessary action to ensure they meet with their legal responsibilities.NHS HDL (2003) 3, issued by the Executive to NHSScotland employers on 7 February 2003, asks all NHSScotland employers to hold documentary evidence to confirm compliance with the Working Times Regulations.

NHS HDL (2003) 3, issued to trusts on 7 February 2003, requires all NHSScotland employers to record staff entitlements to compensatory rest.

NHS HDL (2003) 3, issued to all NHSScotland Trusts on 7 February 2003, requires all NHSScotland employers to hold documentary records on compensatory rest. The information requested is not held centrally.

All NHSScotland employers are required to comply with the Working Time Regulations, and are required to hold documentary evidence to confirm compliance. Doctors in training are currently excluded from the European Working Time Directive but will be included from August 2004.

No decision has been taken on the future of paediatric in-patient services at Monklands Hospital, which is primarily a matter for NHS Lanarkshire. In August 2002 Lanarkshire NHS Board announced a full strategic review to consider paediatric services across its area. The remit of the review group is:to look at the children's health services commissioned by NHS Lanarkshire, identifying strengths, weaknesses and opportunities;to make recommendations for prioritised development of services, andto make specific recommendations for robust and sustainable paediatric in-patient services. I understand that the review group aims to report to the NHS board at its meeting in October 2003, when a decision on the future configuration of paediatric services will be taken. Guidance has been issued to the health service which is clear in stating the importance of consultation and public involvement in service change (HDL(2002)42 Consultation and Public Involvement in Service Change: Draft Interim Guidance, Bib. number 21063). This guidance will shortly be revised to reflect the increasing importance of this issue. NHS Lanarkshire are aware that they must engage in full and transparent consultation with all stakeholders, including parents, clinicians and elected representatives, on the long-term configuration of paediatric services.

I understand that the decision to move paediatric services from Monklands Hospital to Wishaw General Hospital was taken for clinical safety reasons and was not the subject of consultation at that time. NHS Lanarkshire are aware that they must engage in full and transparent consultation with all stakeholders on the long-term configuration of paediatric services.

NHS HDL (2003) 3, issued to all NHSScotland Trusts on 7 February 2003, requires all NHSScotland employers to hold documentary evidence to confirm compliance with the Working Time Regulations.